Are your workers confident in having conversations about ability and disability; cultural identity and customs; sexual orientation or gender identity; religion or faith; and relationships and support? Would they feel awkward or be afraid of saying the wrong thing or causing offence?
Do they understand how people's background, culture and community can influence their past experiences, future aspirations, relationships and their care and support needs, as well as potentially their expectations, or reservations, about accessing care and support?
The Care Certificate includes standards on equality and diversity and person centred care to provide all new care workers with an early understanding of what these terms mean and how to apply this understanding in their practice.
We've now delivered three successful events in Bradford, London and Bristol which explored areas of diversity and provided open forums to discuss barriers individuals and organisations might experience.
We're designing learning resources to stimulate conversations and learning about diversity in social care and enable workers to build on their training to become more 'confident with difference'.
Safe to be me produced by Age UK in partnership with Opening Doors London, helps managers and workers understand how to support older people who are lesbian, gay, bisexual or transgender (LGBT) and helps training providers ensure courses include discussions and scenarios relating to the needs of people who are LGBT.
Just like people accessing care and support, people working in the sector will also come from diverse backgrounds, cultures and communities.
You can access reports and briefings that include information on the diversity of the adult social care workforce here.
We couldn’t collate these reports without the vital information adult social care employers input into the National Minimum Data Set for Social Care (NMDS-SC). To interrogate the data yourself, or look for something for specific, you can use the open access dashboards - select the 'workforce demographics section.
You might have seen reports and information about WRES, the NHS's Workforce Race Equality Standard. We’re working with the Care Providers Alliance to undertake similar work to explore disadvantages faced by the black and minority ethnic (BME) social care workforce with discussions about actions the sector needs to take to reduce identified inequalities.
If you’re in a social care leadership role and from a black, Asian or minority ethnic background, you could benefit from the Moving Up BAME leaders programme. The course is particularly relevant for service managers, registered managers, heads of service and operational managers. Find out more about this programme.
If you're looking to recruit a more diverse workforce take a look at our attract more people section including guidance on how you can attract people from under-represented groups.
The Common core strategic equality and diversity principles demonstrate sector leaders’ commitment to embedding equality, diversity and human rights at the heart of strategic decision making. They were followed up with this update a year later and are now being updated in 2018/19. You can use the principles, actions and behaviours in the framework to inform your own strategic approach.
The Equality and Human Rights Commission have also produced some guidance around Human rights in health social care.